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Strategic HR Planning anf Talent Mgt 3

3.
Introduction to Workforce Planning <ul><ul><ul><li>First component of HRM strategy </li></ul></ul></ul><ul><ul><ul><li>All other functional HR activities are derived from and flow out it </li></ul></ul></ul><ul><ul><ul><li>Basis in considerations of future HR requirements in light of present HR capabilities and capacities </li></ul></ul></ul><ul><ul><ul><li>Proactive in anticipating and preparing flexible responses to changing HR requirements </li></ul></ul></ul><ul><ul><ul><li>Both internal and external focus </li></ul></ul></ul>

4.
Introduction to Workforce Planning <ul><ul><ul><li>Goes beyond simply hiring and firing </li></ul></ul></ul><ul><ul><ul><li>Involves planning for deployment in line with organization and/or business unit strategy </li></ul></ul></ul><ul><ul><ul><li>May involve: </li></ul></ul></ul><ul><ul><ul><ul><li>Reassignment </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Training and development </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Outsourcing </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Using temporary help or outside contractors </li></ul></ul></ul></ul><ul><ul><ul><ul><li>Needs as much flexibility as possible </li></ul></ul></ul></ul>

5.
Definition of Workforce Planning <ul><li>Workforce planning is a systematic process for identifying the human capital required to meet business goals and developing the strategies to meet these requirements . </li></ul>

7.
Workforce Planning Outcomes <ul><li>Prevent overstaffing and understaffing </li></ul><ul><li>Ensure organization has right employees with right skills in right places at right times </li></ul><ul><li>Ensure organization is responsive to changes in environment </li></ul><ul><li>Provide direction and coherence to all HR activities and systems </li></ul>

19.
In Assessing Your Strategy: <ul><li>Identify how each strategy will impact the workforce </li></ul><ul><li>Think about how strategies will impact the different levels of the workforce </li></ul><ul><li>Keep in mind how your workforce will be affected in the functional areas </li></ul><ul><li>Determine which workforce issues you need to address in order to achieve the strategic objectives. </li></ul>

24.
Capacity One and only one person can be accountable . Multiple people can be responsible and certainly others can be informed and consulted. Source: Glen B Alleman, (2007) Responsibility Assignment Matrix , Herding Cats http://herdingcats.typepad.com/my_weblog/2007/02/responsibility_.html retrieved 2/8/08

34.
Organizational Climate 1) Do you know what is expected of you at work? 2) Do you have the materials and equipment to do your work right? 3) At work, do you have the opportunity to do what you do best every day? 4) In the last seven days, have you received recognition or praise for doing good work? 5) Does your supervisor, or someone at work, seem to care about you as a person? 6) Is there someone at work who encourages your development? 7) At work, do your opinions seem to count? 8) Does the mission/purpose of your company make you feel your job is important? 9) Are your associates (fellow employees) committed to doing quality work? 10) Do you have a best friend at work? 11) In the last six months, has someone at work talked to you about your progress? 12) In the last year, have you had opportunities to learn and grow?

39.
Supply and Demand Analysis <ul><li>The Supply/Demand Analysis pulls together data from a variety of sources to help you forecast future workforce needs. </li></ul>

40.
Supply and Demand Analysis <ul><li>The Demand Analysis identifies current and future workforce needs. A Demand Analysis must identify not only the numbers of staff needed, but also the competencies that are critical to successful job performance. </li></ul>

41.
Supply and Demand Analysis <ul><li>The Supply Analysis identifies your available staffing resources – both now and in the future. A Supply Analysis focuses on both the workforce numbers and on workforce competencies </li></ul>

42.
Supply and Demand Analysis <ul><li>The Supply Analysis identifies your available staffing resources – both now and in the future. A Supply Analysis focuses on both the workforce numbers and on workforce competencies </li></ul>